For coaching or mentoring to be effective, those involved must have an ultimate goal toward which they are working. Without such goals, it is difficult to measure progress. Perhaps the goal is to improve a personal skill or move upwards in an organization. This goal setting provides the focus around which coaching and mentoring can occur.

Pursuing goals often requires change, which can be challenging for many. For this reason, it is important to involve a coachee in the goal-setting process. It is also important that the goal is specific and measurable so the coachee has a focus. Progress toward goals should be reviewed and evaluated on a regular basis, and changes should made if and when necessary.

When developing goals, it is important to think about short-term and long-term growth. Goals should be challenging but not unattainable. Assessment models are designed to support the change process and can help in the development of goals. Consider how these assessment models could be used to develop goals that will facilitate the change process.

To prepare for this Discussion, review this week’s Learning Resource.

· Review this week’s Learning Resources, especially:




Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:

· Explain the role of performance goals and end goals to support the change process.

· Evaluate how a coach or a mentor can use assessment models to facilitate the change process.

· 3-4 paragraphs

· APA citing

· No plagiarism

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